Investigation of a Complaint Sample Clauses
The 'Investigation of a Complaint' clause outlines the procedures and responsibilities for examining and addressing complaints raised within the scope of an agreement or policy. Typically, this clause specifies the steps to be taken upon receipt of a complaint, such as acknowledging the complaint, conducting a thorough review, and communicating findings or resolutions to the complainant. Its core practical function is to ensure that complaints are handled systematically and fairly, thereby promoting accountability and resolving issues efficiently.
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Investigation of a Complaint a. Prior to any interview of an employee under investigation, the employee shall be advised of the nature of the investigation. Such notification may be verbal in nature.
Investigation of a Complaint. 1. The investigation shall be conducted by a person who shall have training and/or experience in investigating complaints of harassment. The Union or the Association and the Superintendent of Schools or designate shall agree on who the investigator will be for each complaint. If the complainant is not represented by a Union or an Association, then he/she may choose someone to represent him/her. The Superintendent of Schools or designate shall provide a list of a minimum of three possible investigators.
2. The complainant may request that the investigator be of the same gender as the complainant and where practicable the request will be honoured.
3. The complainant and respondent have the right to representation when being interviewed as part of the investigation.
4. The complainant has the right to a thorough and unbiased investigation, which shall begin within ten (10) working days of the time of filing of the complaint and be completed within sixty (60) calendar days, unless otherwise agreed to by the parties (the complainant and the Superintendent of Schools or designate).
5. The complainant and the respondent will be informed in writing if harassment was found or not found.
6. The complainant may be informed of remedies taken when appropriate.
7. Where remedies involve disciplinary action against the respondent the complainant has only the right to be informed that disciplinary action was or was not taken.
Investigation of a Complaint. Upon hearing a complaint of alleged harassment, an employee’s Supervisor will immediately inform the CEO or their designate or, if the incident involves the CEO, the President, Vice-President or Treasurer of the Board of Directors by way of the COO. The complaint will be investigated, and if it is found that harassment has occurred, appropriate action will be taken against the harasser. Where the complaint was brought to the attention of the Employer by the Union, the Union will be kept fully apprised of the status of the complaint and its disposition.
Investigation of a Complaint. The Executive Director or his/her designate will be responsible for investigating complaints except in situations where it is necessary or appropriate to have the investigation carried out by an external third party. The investigator will engage in an investigation process which involves three primary stages: